Let's Grow Leaders

SEPTEMBER 27, 2019

It’s been gnawing at you for a while now – the team isn’t performing at the level you know they’re capable. The post Holding Your Team Accountable for the First Time appeared first on Let's Grow Leaders. Even if you’re holding your team accountable for the first time. You know you are.

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Let's Grow Leaders

MAY 16, 2013

Perhaps he’s even a strong performer who did something stupid. accountability Execution Failing Fear and Courage Listening Performance employee fire firing poor performance termination' The post How To Fire Someone… With Compassion appeared first on Let's Grow Leaders. Now you have to fire him.

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Let's Grow Leaders

JANUARY 3, 2014

.” -John Quincy Adams My eyes are crossing and my neck is twitchy after 27 conference calls to finalize our 2014 Performance Agreements. Related Stories Winning When the Troops are Tired Staying the Leader You Must Be The Danger of Knowing Exactly What You Want.

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Let's Grow Leaders

APRIL 21, 2023

If your managers of managers are struggling to hold their teams accountable, dig a level deeper into the root cause This Asking for a Friend question came in from a manager of managers in one of our executive development programs. How do I get Sue to hold her team accountable, without micromanaging? But she’s got a weak team.

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Let's Grow Leaders

SEPTEMBER 30, 2024

High-Performing Teams Turn Pressure into Progress, One Habit at a Time Your team’s under pressure to perform—fast. They weren’t going to win any high-performing team awards, but things were working well enough. 4 Dimensions of Collaboration in High-Performing Teams Connection: Do We Know One Another as Human Beings?

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Let's Grow Leaders

DECEMBER 9, 2013

“They’re not as serious about performance as I am.” accountability Authenticity Listening Relationships Teamwork co-workers Culture peers team relationships teamwork' HIs boss loves him and he’s on the fast track. His peers are getting snarky, but he doesn’t have time to worry about that crap.

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Let's Grow Leaders

JULY 8, 2013

Ever wonder why performance is not at the level you expected? We often look through the rear view mirror to analyze our performance. accountability Communication Execution Vision coaching expectant expectations motivation' “Expectations” is one of my favorite topics.

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Let's Grow Leaders

DECEMBER 2, 2013

The cocktail of challenges was impacting our performance. accountability Callings Change Culture Failing Fear and Courage Listening Trust building a team leader leadership upward feedback' We […] The post Staying the Leader You Must Be appeared first on Let's Grow Leaders. Related Stories What Makes Leaders Different?

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Let's Grow Leaders

JUNE 13, 2022

Lack of accountability. Your success is how successfully your team performs, how they grow, and the quality of problems they solve. Your success is your team’s performance, how they grow, and the quality of problems they solve. Lack of Accountability. Unclear definition of success. Be a chokepoint. Fear new ideas.

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Let's Grow Leaders

AUGUST 28, 2023

Do You Tolerate Poor Performance or Let the Slackers Slide? Have you ever found yourself reluctant to hold an employee accountable because you worry they will leave or quiet quit? Or you let a performance issue fester for fear of not being liked? How to Be Okay When It’s Time to Fire a Poor Performer 3.

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Let's Grow Leaders

JULY 18, 2022

Need to have a performance feedback conversation with an under-performing employee? His team was empowered, he was able to spend his time on critical strategic priorities, trust was high, and performance was strong. It seems I’m never quite satisfied with my own performance. And yet, I know I’m guilty of this.

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Let's Grow Leaders

DECEMBER 5, 2022

Here are the common mistakes new managers make: Avoid Accountability Conversations. Avoid accountability conversations. In the meantime, poor performance or toxic behavior continues and becomes the norm. What to do: Address poor performance and disruptive behavior as soon as it happens. Favor Friends and Former Peers.

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Let's Grow Leaders

OCTOBER 11, 2021

Close the Loop with Celebration and Accountability. For example, in a particular role, you might have categories like: document accounts, respond to inquiries, and complete research for proposals. Close the Loop with Celebration and Accountability. When it doesn’t happen, it’s time for a performance conversation.

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Let's Grow Leaders

JUNE 26, 2013

accountability Performance Productivity Recognition Results' The post 5 Ways to Stop Excuses and Inspire Results appeared first on Let's Grow Leaders. Related Stories 10 Ways to Zap Energy and Squash Enthusiasm Work Environment Matters How To Fire Someone… With Compassion.

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Let's Grow Leaders

MAY 3, 2013

A Familiar Story You want your team to perform well in front of senior leadership. accountability Communication Help People to Grow' They’ve practiced their elevator speeches. But, when the exec shows up, they get nervous and eat their shoe. Nerves block circulation. Frightened [.]

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Let's Grow Leaders

SEPTEMBER 12, 2022

Operational tactics (looking at the ground beneath your feet) include clear communication, a shared understanding of success, healthy professional relationships, and consistent accountability. Do you and your team hold one another accountable for commitments? Do you acknowledge and celebrate success?

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Let's Grow Leaders

AUGUST 1, 2013

The clock’s ticking and there’s pressure to perform. accountability Culture' You’ve been asked to do the impossible. Competing priorities complicate the scene. Pushing harder exacerbates stress. Stress leads to inaction. Time to move fast. The FAST Model F-Focus To move results quickly, focus is key.

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Let's Grow Leaders

MAY 17, 2021

Three characteristics make performance feedback so destructive. Some managers hang in the land of “great work, love what you’re doing” and never address real performance concerns or tell their people how they can grow. Your top performers want to excel, and if you don’t help them, they’ll find a leader who will.

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Let's Grow Leaders

NOVEMBER 8, 2021

Practice Celebration and Accountability. Creating real trust and the psychological safety that leads to great performance takes time. Practice celebration and accountability. The answer to this question comes through both celebration and accountability. And practice accountability. Start with Shared Purpose.

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Let's Grow Leaders

MAY 2, 2022

They facilitate practical conversations about how the team can take performance to the next level. Topics include aligning on key priorities and behaviors, holding accountability conversations, taking appropriate risks, developing deeper connections, and helping the team share their ideas. Wait, What? Who Has Time for That?

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International Coach Academy

SEPTEMBER 7, 2022

Team’s Performance and Collaboration. He mentioned, “The bigger the team, the better performance”. As a result, he dedicates himself to searching for a solution to improve the team’s performance. Coaching for Maximizing Team’s Performance and Collaboration. Today, how many friends do you have on social media?

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Let's Grow Leaders

JULY 15, 2024

High-performing teams invest in clear workplace communication by ensuring shared understanding. But if your organization doesn’t invest in effective workplace communication, you’ll face a constant series of misunderstandings that waste time, create conflict, and drag down everyone’s performance. I can’t be accountable for that.”

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Let's Grow Leaders

JANUARY 19, 2015

We didn’t need more retail customers, we needed to convert the small business customers that were already coming into our stores to manage their personal accounts. I was told the problem was, “How do we hold our outsourcers accountable?” Tune in on Wednesday for more suggestions on improving bad performance.

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Let's Grow Leaders

JULY 19, 2021

How to Provide More Meaningful Performance Feedback (February 2021). If you knew your manager really cared about you, would you want them to give you meaningful performance feedback? Most employees yearn for more meaningful performance feedback—and are just not getting enough. Read the article here. Even if it was hard to hear?

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Let's Grow Leaders

NOVEMBER 29, 2022

Sara explains the importance of being both a developmental coach and providing performance coaching. You set the expectations and give performance feedback. Performance coaching is when you help someone improve in a specific area. Hold them accountable for their commitments. Use a framework as your guide.

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Let's Grow Leaders

NOVEMBER 29, 2021

Check here for more on how to hold an effective INSPIRE conversation to address performance challenges or misaligned expectations.). It’s easy to be frustrated when a colleague’s team isn’t performing at the level you expect. of Advanced Accountability (Video). You Might Also Like: How Leaders Make The Most of Complaints.

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International Coach Academy

SEPTEMBER 5, 2022

A Coaching Model By Marta Potulna, Leadership and Optimal Performance Coach, AUSTRALIA. The inherent pressure to be “everything to everyone” can undermine leaders’ confidence, self-esteem, and consequently their productivity and performance. Optimal performance doesn’t mean being the best. Just take the first step. Why is that?

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Let's Grow Leaders

AUGUST 16, 2021

When you hear stats like 4 million Americans resigned their roles in one month or that 40% are considering a change in job , you might feel nervous about the future of work, and how the heck you build a culture of sustained performance in all that turmoil. Commit–to accountability and performance.

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Let's Grow Leaders

AUGUST 8, 2022

Lack of Accountability or Follow-Through. When you don’t practice consistent accountability, you send a message that you don’t value the time and work of your team members who get it done. Solution: Commit to consistent accountability and follow-through. No one wants to waste their time or effort.

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Let's Grow Leaders

DECEMBER 15, 2024

The Key Metrics That Matterand Why Empower your team by sharing the top-level metrics that fuel company performance, and connect the dots to the broader strategy. How to Reinforce Key Performance Indicators Kick off the year by explaining the why behind your KPIs. Share regular updates on performance during check-ins.

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Let's Grow Leaders

AUGUST 23, 2021

You’re holding them accountable for the very first time (stay the course!). Of course, it can be quite a shocker to an underperforming team, when a new manager comes in and holds them accountable for the very first time. . It might be rocky for a minute, but most people really do want to work on a winning team.

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Let's Grow Leaders

SEPTEMBER 29, 2021

You’re holding them accountable for the very first time (stay the course!). Of course, it can be quite a shocker to an underperforming team, when a new manager comes in and holds them accountable for the very first time. . It might be rocky for a minute, but most people really do want to work on a winning team.

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Let's Grow Leaders

APRIL 19, 2021

Practice direct and quick accountability. Practice Accountability & Tough Conversations. Recently we spoke with a high performing leader about the best leaders in her life. method will help you prepare for and hold a performance conversation that builds your relationship and achieves results. The I.N.S.P.I.R.E.

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Let's Grow Leaders

NOVEMBER 10, 2014

They expect excellence and hold people accountable. Clear understanding improves performance. Great leaders have great expectations. Great expectations are vital, but slippery. Unarticulated expectations frustrate… you…your boss, your team, your children, your lover. “But I assumed you would.”

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Let's Grow Leaders

MARCH 18, 2024

Cross cultural leadership to build better teams Cross cultural leadership is a fantastic chance to broaden your impact and develop teams that excel in performance and innovative problem-solving. Commitment is the alchemy that transforms the Connection, Curiosity, and Clarity into performance.

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Vantage Circle

SEPTEMBER 9, 2024

Reviewed by : Saurabh Deshpande - People Culture Expert Without accountability, there is no trust, and without trust, there is no leadership. Accountability in leadership involves being transparent about processes, owning mistakes, and committing to continuous improvement. – Capt. (Dr.)

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Let's Grow Leaders

SEPTEMBER 13, 2021

You’ve clarified what matters most and you’re committed to accountability. The manager wasn’t wrong about the performance issue, but he splashed his frustration all over his customers and the rest of the team (not to mention the employee who needed feedback, but not humiliation). Hold performance conversations privately.

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